Personality and job performance: A review of trait models and recent trends

Personality traits are among the strongest non-cognitive predictors of job performance, but many trait models exist that are used to predict different performance outcomes. To structure and synthesize this vast amount of research, we review empirical evidence and emerging trends regarding the relations of the Big Five, HEXACO, and Dark Triad traits with three indicators of job performance (i.e., task performance, organizational citizenship behavior [OCB], and counterproductive work behavior [CWB]). We find that personality traits explain most variance in CWB, followed by OCB, and then task performance. Conscientiousness is the strongest predictor across performance outcomes, and the HEXACO traits explain more variance in job performance than the Big Five or Dark Triad traits. Yet, traits do not operate in isolation, but rather interact with situational characteristics in guiding behavior (e.g., trait activation). As such, accounting for situational characteristics can further increase the validity of personality for performance. Moreover, we review recent trends in personality-performance research, such as personality development and dynamics, non-self-rated personality measures, and the use of artificial intelligence (AI). We conclude by highlighting practical implications of our findings for personnel selection and for increasing person-job fit.